What is a performance bonus pool and what is a performance bonus

This paragraph. 1. Overview.

Performance bonus, also known as one-time bonus, is a one-time reward given according to the performance appraisal results of employees, and the reward method is somewhat similar to performance salary adjustment, except that there will be no fines for poor performance. The wage system of modern enterprises has undergone great changes, and the salary structure of enterprises is mainly composed of three parts: salary, performance, bonus (year-end bonus and special bonus) and welfare (statutory welfare and enterprise supplementary welfare).

The essence of performance pay is the "post value deposit", that is, the enterprise divides the salary level of the corresponding position of the employee into two parts when the person and post are not completely matched, one part is fixed and the other part is adjusted according to the performance. The average performance award of the enterprise refers to the average redistribution of a certain proportion of the profit and income of the enterprise in the previous month or quarter. The post performance award generally refers to the distribution of a certain proportion of the department's profit income, and the service department without income adopts a certain standard for balancing.

This paragraph. Second, the advantages.

A rigorous, long-term performance-based pay system is an effective way for the company to continuously improve employees' work capabilities, working methods, and employee performance. 3.This approach rewards high-performing employees and also acquires and retains high-performing employees.

4.When the recession occurs, although there is no bonus, due to the low wage cost, the company can also not fire people, less fire people, so that employees have a sense of security and increase employee loyalty; When the economy recovers, the company also has an ample pool of talent.

This paragraph. 3. Shortcomings.

1.Performance-based pay encourages competition among employees and undermines trust and teamwork among employees. Employees will block information from each other, keep experience, and may even compete for customers.

This approach is not suitable for companies that must require teamwork to produce good outputs. 2.Performance-based pay encourages employees to pursue high performance.

If the performance of employees does not align with the interests of the organization (department, company), it is possible that the performance of the individual will increase and the performance of the organization will decrease, and this method will lose its value. For example, a salesperson may make a lot of free service promises to customers in order to close a deal, and the company may invest a lot of money in order to fulfill that promise. 3.

Employees may compromise the interests of customers in pursuit of high performance. For example, a salesman at an insurance company over-exaggerates the value of a policy in order to close a deal. When the customer finds out, they may ask to surrender the policy, and at the same time, the policyholder will also have distrust of the insurance company.

For example, in order to increase the efficiency, doctors may prescribe high prescriptions to patients and do unnecessary and expensive tests. This practice is contrary to the purpose of the hospital and can also damage the image of the hospital. The questions that enterprise decision-makers should ask when deciding whether to pay for performance are:

Is the pay-for-performance system contrary to the purpose of the organization? Is it conducive to achieving the strategic goals of the enterprise? Does it improve the performance of the business?

As long as the program is suitable, performance-based pay can indeed bring benefits to the business.

Do you mean performance bonuses?

Legal analysis: performance bonus, also known as one-time bonus, the essence of performance pay is "post value deposit". It is a one-time reward given according to the performance appraisal results of the employee, that is, the company will split the salary level of the corresponding position of the employee into two parts, one part is fixed, and the other part is adjusted according to the performance.

Legal basis: Article 50 of the Labor Law of the People's Republic of China Wages shall be paid to the worker in the form of money on a monthly basis. Wages shall not be deducted or unjustifiably delayed.

Performance-based bonus refers to the bonus given by the employer in addition to the basic salary for the employee to complete the task completion index. The bonus is also one of the components of the total salary quota, which can be paid by the unit according to factors such as the completion of the worker.

Legal basis] Article 47 of the Labor Law of the People's Republic of China.

Employers shall, in accordance with the characteristics of their production and operation and economic benefits, independently determine their wage distribution methods and wage levels in accordance with the law.

Article 3 of the Provisions on the Composition of Total Wages.

Total wages refer to the total amount of labor remuneration paid directly by each unit to all employees of the unit within a certain period of time.

The calculation of gross wages shall be based on the total remuneration paid directly to the employee.

Article 4. Gross salary is made up of the following six components:

1) Hourly wages;

2) piece-rate wages;

c) bonuses; iv) allowances and subsidies;

5) Overtime wages;

6) Wages paid under special circumstances.

Performance bonus, also known as a one-time bonus, the essence of performance pay is "post value deposit".

It is a one-time reward given according to the performance appraisal results of employees, that is, the company divides the salary level of the corresponding positions of employees into two parts when the personnel and posts are not completely matched, one part is fixed and the other part is adjusted according to performance. There are no fines for poor performance.

Legal analysis: Performance bonus is a one-time reward given according to the performance appraisal results of employees. In the case that the personnel and posts are not completely matched, the enterprise will divide the salary level of the corresponding position of the employee into two parts, one part will be paid fixedly, and the other part will be adjusted and paid according to the performance.

There are no fines for poor performance.

Legal basis: Labor Contract Law of the People's Republic of China Article 90 If an employee terminates the labor contract in violation of this Law, or violates the confidentiality obligation or non-competition restriction stipulated in the labor contract, and causes losses to the employer, he shall be liable for compensation.

Performance bonuses do not include allowances. The salary structure of modern enterprises is mainly composed of three parts: salary, performance, and bonus.

The allowance is included in the total salary, which refers to the form of wage supplement to compensate Kaichang employees for their labor consumption and living expenses under special conditions. Performance bonus, also known as one-time bonus, is a one-time reward given to employees based on their performance appraisal results.

[Legal basis].

Article 4 of the Provisions on the Rough Composition of Total Wages is composed of the following six parts: (1) hourly wages; 2) piece-rate wages; c) bonuses; iv) allowances and subsidies; 5) Overtime wages; 6) Wages paid under special circumstances.